Five questions about what you actually do under pressure — not what you'd like to do. Answer honestly; the useful part is the risk, not the compliment.
01
A report brings you a half-solved problem. What do you instinctively do? Ask what they've tried and what they'd do next. Finish it for them — it's faster and they're busy. Tell them the answer and move on. Hand them the whole problem and the authority to close it.
02
A deadline slips. Your first move is: Find out what got in their way and clear it. Say plainly that the date was missed and set the new one. Look at the process that let it slip in the first place. Ask them to run the recovery plan and report back.
03
Two team members are in open conflict. You: Sit with each one and listen before deciding anything. Get them in a room and name the behavior directly. Ask questions until they hear each other's real concern. Hold to the standard and the dignity of both people.
04
You already know the answer in a meeting. You: Say it — why waste everyone's time? Ask the question that gets someone else there. Lay out the trade-offs and let the group weigh them. Wait, and speak last so the room isn't anchored.
05
Someone has outgrown their role. You: Build them a path — even if it leads out of your team. Protect them from burnout and keep them supported. Tell them honestly where they stand and what's next. Redesign the role around where they're going.